Looking for a new job is always a life-changing experience. Some candidates look forward to the new chapter with joy, others with mixed feelings. A trusting relationship and a close personal bond with your recruitment consultant is therefore an important factor in the job search process. If the chemistry is right, a new job is sure to be found quickly.

This is confirmed by the latest HR Consult Group survey on the topic of "HR consultancies" with over 10,000 respondents. The answers to a total of 38 questions provide an up-to-date and comprehensive picture of opinions on the service and image of HR consultancies.

Reliability and trust are decisive factors

The survey results clearly confirm that a serious and trustworthy appearance on the part of the consultant is of crucial importance. In all age groups surveyed, more than 80 percent of participants stated that they attach particular importance to reliability when working with a recruitment consultant. At almost 90 percent, the participant group over the age of 45 considered reliability to be the most important issue, followed by the 30 to 45 age group with 87.5 percent and the young target group (17 to 30 years) with around 83 percent. A similar result can also be seen in the analysis points of confidentiality and transparency. Both categories are most frequently rated as very important by the older candidates.

The result for personal contact is also highest in the 45+ age group. Almost three quarters of respondents stated that personal contact is particularly important to them. However, the other candidates also attach great importance to a personal approach (73.5 percent of 30 to 45-year-olds and 70.4 percent of 17 to 30-year-olds).

Prompt placement is particularly important to younger and older candidates. Among both 17 to 30-year-olds and the 45+ age group, more than 77% stated that prompt placement was important to them. In the 30 to 45 age group, only three quarters of respondents considered prompt placement to be particularly important.

30-45-year-olds are particularly interested in exciting offers

While the older analysis group is particularly interested in the topics of seriousness, confidentiality and transparency, the middle age group of 30 to 45-year-olds attaches particular importance to exciting offers. 84% stated that regular information with exciting offers was important to them. The other two age groups are almost on a par here (82% in the 45+ age group, 81% in the young target group).

"No matter what age a candidate is, professional and trusting cooperation forms the basis for a successful and satisfactory placement. It is important that job seekers feel comfortable with the support provided by a recruitment agency and perceive it as a reliable and reputable partner. This includes regular personal contact as a first step. In addition, communication should be kept as transparent as possible so that the candidate knows exactly what is happening with their data and how the placement process works in detail," advises Mr. Andreas Berger, Partner at Senator Executive Search Partners for the Consumer Goods, Digital & Online Business and Retail & Services sectors. 

About the author

Dr. Armin Betz

After studying automotive engineering and industrial engineering, he began his professional career in the automotive industry in the areas of sales, development and marketing and also spent a year in Japan with one of the largest automotive suppliers.

He then moved to a globally renowned premium car manufacturer, where he was responsible for product marketing in Japan and South America and for marketing strategy in North and South America.

In 1994, he decided to become self-employed and founded a personnel consultancy in Munich, where he has been driving development and expansion for over 20 years. As Managing Director, his industry focus is naturally on the automotive world as well as mechanical and plant engineering.

His doctorate in the field of aptitude diagnostics ideally rounds off his areas of expertise, particularly with regard to personnel and management consulting. The dissertation deals with the identification and verification of typical personality traits of engineers as well as the definition of development areas for a successful professional career.

These are scientifically derived and presented in the book "Eignungsdiagnostik im Praxiseinsatz".

At the same time, his focus is on the development of networks and cooperation models as well as the continuous further development of systems and processes in personnel consulting.

Over the last 20 years in personnel consulting, he has developed several brands that are still operating successfully on the market today.


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